Home
Resources
Employer advice
Ontario ESA & OHSA Legislative Changes 2025: What Employers Need to Know

Ontario ESA & OHSA Legislative Changes 2025: What Employers Need to Know

Employer advice

Olivia Cicchini, Employment Relations Expert

Jan 30th 2025(Last updated Aug 26th 2025)

Olivia Cicchini, Employment Relations Expert

Jan 30th 2025(Last updated Aug 26th 2025)

Jump to section:

In recent years, the Ontario government has brought in a series of amendments to the Ontario Employment Standards Act (ESA) and Occupational Health & Safety Act (OHSA) to make the province a better place to work in.

Key provisions from the latest installment of these amendments – the

_blank

Working for Workers Four

and

_blank

Five

Acts, 2024 (Bill 149 and Bill 190) – are coming into effect soon.

Employers should act now to ensure compliance with these new Ontario ESA and OHSA changes to protect their business from huge fines and potential employee claims.

This blog explains what the new regulations are, when they come into force, and what Ontario employers need to do to stay compliant.

What are the new regulations affecting Ontario ESA?

Mandatory terms and conditions of employment (Ontario Reg. 477/24) - Effective July 1, 2025

Starting July 1, employers in Ontario with 25 or more employees must provide new staff with written details about their employment, generally before their first day of work.

Employers will have to put in writing and share the following information with employees:

The employer’s legal name and operating/business name (if different).

Employer contact details, including address, phone number, and contact names.

The anticipated work location.

The employee’s starting wage rate (whether hourly or salary).

The applicable pay period and pay day.

A general description of initial hours of work.

This requirement does not apply to assignment employees placed by temporary help agencies.

Combine Compliance with Better Protection!

_blank

good employment contract

fulfills these new Ontario ESA requirements, while also providing you with additional protections from legal liabilities. Peninsula can help you with:

1. Clear, legally valid

_blank

employment contracts

2.Comprehensive

_blank

HR policies

, handbooks, and termination letters 3.Any other necessary employee documentation

Speak to a Peninsula advisor today at

(1) 833 247-3652

and learn how our services can help you be compliant with Ontario’s Employment Standards Act (ESA). Act now and avoid hundreds and thousands of dollars in fines.

Recruitment requirements (Ontario Reg. 476/24)

Ontario Job Posting Requirements - Effective January 1, 2026

Employers with 25 or more employees must include the following in publicly advertised job postings:

Expected compensation or a range of expected compensation. (The range posted must not exceed $50,000). This requirement is only for roles where the expected compensation is up to $200,000 annually.

Disclosure of whether artificial intelligence (AI) is used to screen, assess, or select applicants.

Whether the posting is for an existing vacancy.

The following Ontario job postings are exempt from this regulation:

A general recruitment campaign that does not advertise a specific position,

A general help wanted sign that does not advertise a specific position,

An internal posting that is applicable/limited to current employees of the employer, and

A posting for a position for work performed outside Ontario.

Prohibition on Canadian Experience Requirements - Effective January 1, 2026

Employers are prohibited from requiring “Canadian experience” in job postings unless prescribed by law.

Duty to Inform Interviewees - Effective January 1, 2026

Employers must notify applicants interviewed for publicly advertised positions about hiring decisions within 45 days of the interview or last interview, either in person, in writing, or via technology.

What are the new regulations affecting Ontario OHSA?

Washroom Facility Standards (Ontario Reg. 480/24) - Effective January 1, 2026

Employers must ensure workplace washrooms are clean and sanitary. Cleaning records must be maintained and made available. The records must:

Show the date and time of the two most recent cleanings.

Be posted near the washroom or electronically with clear instructions provided on how to access the records online.

What are the consequences for not following the new regulations?

Non-compliance could result in fines and prosecution:

Starting at

$250

for the

first offence

Starting at

$500

for the

second offense

Starting at

$5,000

for the

third offense

Fines under the OHSA are of up to $500,000 and/or up to 12 months' imprisonment.

Do you need help implementing these requirements in your workplace?

Peninsula's experts can quickly provide you with the

_blank

necessary HR documentation

you need to help your business stay protected and compliant. Our HR experts can answer any questions you may have about these new legislative changes and help you with any other employee issue you may be facing.

Don’t wait until it’s too late. Call us today at

(1) 833 247-3652

and find out how we can help you navigate these new Ontario ESA and OHSA changes.

November 14th 2025A Small Business Guide to WCB Alberta: Registration, Coverage, and Claims Employer adviceMichelle Ann ZoletaHealth & Safety Team Manager
October 29th 2025Maternity Leave in Ontario: A 2025 Guide for EmployersEmployer adviceOlivia CicchiniEmployment Relations Expert
October 23rd 2025Daylight Saving Time and Employee Pay: What Employers Need to KnowEmployer adviceKiljon ShukullariHR Advisory Manager

Back to resource hub

Ontario ESA & OHSA Legislative Changes 2025: What Employers Need to Know

Related articles